Francesco/who-killed-jfk huggingface dataset:
[104-10222-10012.pdf — page 149]
SECRETMEMORANDUM IN LIEU OF FITNESS REPORTNAME: Frederick Randall 012170DATE OF BIRTH: 28 October 1926SEX: MaleGRADE: GS-14SD: DPOSITION TITLE: Chief, FR Division, Branch IIIOFFICE OF ASSIGNMENT: DDO/FR DivisionCURRENT STATION: HeadquartersTYPE OF APPOINTMENT: CareerTYPE OF REPORT:: AnnualDATE REPORT DUE: 30 November 1973REPORTING PERIOD: 16 June 1973 - 31 October 1973EMPLOYEE SERIAL NO. 012170Mr. Randall has served under me for slightly more than three months and had just taken over his new position duties when I arrived for duty in this Division. During this brief period, however, he has displayed considerable dedication and interest in applying himself to his newly assigned tasks as Chief of one of our three operating branches. This branch which comprises Los Angeles, San Francisco, Boston and Atlanta Bases, is shaping up nicely thus far under this supervision, and appears well organized to support the four bases in the months ahead. He could at times be a bit more demanding in challenging some aspects of proposals or problems at the Branch level instead of allowing them to pass on up to the Division Chief level for decision, but it is hoped that he will gradually develop his style in this direction as he becomes more accustomed to his expanded responsibilities asSECRET![signature]E2 IMPDETCL BY 056030
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SECRETMEMORANDUM IN LIEU OF FITNESS REPORT - Frederick RandallPage 2Branch Chief. The thorough test of his managerial skills, however, will occur in this upcoming period when all the Bases in his Branch become operationally active on a broad front and will require a continuing high quality of super- vision, guidance and support from the Branch Chief's office. I would rate his performance to date as an overall "Strong".CERTIFICATION AND COMMENTS1. By Employee: I certify that I have seen this report.![signature of Frederick Randall]Frederick Randall23/11/73Date2. By Supervisor: Employee has been under my supervision   3 months![signature of Russell F. Miller]Russell F. Miller23 November 73Date3. Reviewing Official's Comments:I concur generally with the above rating. I also observed in the early days of Mr. Randall's assignment as Branch Chief, that his per- formance could certainly have been stronger. It took him somewhat longer than I had anticipated to really take charge of his Branch. However, I feel that as he has continued in this assigninent he has made very definite progress. He is now generally well informed on the operational activities taking place in his area and has begun to exercise a greater degree of initiative and aggressiveness in handling the operational matters that cross his desk. Had I been the rating officer I probably would have given Mr. Randall a somewhat lower, more qualified "Strong" rating. If he continues to improve in the months ahead as he has in the past several, I believe he can earn an unqualified "Strong" rating for this performance.![signature of Walter L. O'Brien]Walter L. O'Brien C/FR13/12/73DateSECRET
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SECRETCLASSIFICATION# FITNESS REPORT## GENERAL INFORMATION1. EMPLOYEE NUMBER   0121702. NAME (lod, fired, middle)   Randall, Frederick С.3. DATE OF BIRTH 4. SEX 5. GRADE 6. BD   10/28/26 M GS-14 D7. OFFICIAL POSITION TITLE..   Ops Officer8. OFF/DIV/RA OF ASSIGNMENT 9. CURRENT STATION 10. HQ CO   DDO/FRD/Br. I Headquarters11. TYPE OF APPOINTMENT 12. TYPE OF REPORTX CAREER RESERVE CONTRACT OTHER (Spec.) TEMPORARY ANNUAL X REASSIGN. SPECIALMENT13. REPORTING PERIOD (from-to-) 14. DATE REPORT DUE IN O.P. Supervisor1 November 1972 - 15 June 1973## QUALIFICATIONS UPDATEIF QUALIFICATIONS UPDATE FORM IS BEING SUBMITTED WITH CHANGES, AND IS ATTACHED TO THIS REPORT, PLACE THEWORD "YES" IN THE BOX TO THE RIGHT. IF NO CHANGES ARE REQUIRED, PLACE THE WORD, "NO" IN THE BOX AT RIGHT.## PERFORMANCE EVALUATIONU-Unsatisfactory Performance is unacceptable. A rating in this category requires immediate and positive remedial action. The nature of the actioncould range from counseling, to further training, to placing on probation, to reassignment or to separation. Describe action takenor proposed In Section.D.M-Marginal Performance is deficient in some aspects. The reasons for assigning this rating should be stated in Section D and remedial actionstaken or recommended should be described.P-Proficient Performance is satisfactory. Desired results are being produced in the manner expected.S-Strong Performance is characterized by exceptional proficiency.O-Outstanding Performance is so exceptional in relation to requirements of the work and in comparison to the performance of others doing similarwork as to warrant special recognition.## SPECIFIC DUTIESList up to six of the most important specific duties performed during the rating period. Insert rating letter which best describes the manner in which employeeperforms EACH specific duty. Consider ONLY affectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated ontheir ability to supervise (indicate number of employees supervised).Provides primary direction and support to the San Francisco RATINGand Los Angeles Bases on the running of clandestine operations in their LETTERgeographic areas. SProvides guidance and support to the San Francisco and RATINGLos Angeles Bases on the management of their Bases. LETTERSMaintains continuing relations with all elements of the RATINGDirectorate of Operations necessary to support and direct the operational LETTERactivities of the San Francisco and Los Angeles Bases. SSupervises one Intelligence Analyst. RATINGLETTERS## OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influentes his affectirunnes in his current position such ce performance of sencille duties.productivity, conduct on job, cooperativeness, pertinent persons traits ar habits, and porricular limitances or talents Based on pour knowledgeof employee's overall performance during the rating period place the letter in the rasing bas corresponding to the statement which most ass-rately reflects fiis level of performance![rating letter]
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# CLASSIFICATION## SECTION D NARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comment on foreign language competence, if required for current position. Amplify or explain ratings given in Section C to provide best basis for determining future personnel action. Manner of performance of managerial or supervisory duties and cost consciousness in the use of personnel, space, equipment and funds, must be commented on, if applicable. If extra space is needed to complete Section D, attach a separate white page.In the less than six months since my preparation of the previous report on Mr. Randall, his overall performance, has continued strong. He has effectively continued to provide the day-to-day operational support for the FR Bases in Los Angeles and San Francisco and the two (soon to be three) singleton officers in the Northwest, Colorado and Arizona. The level and complexity of the operational support and guidance which he has provided with skill, sensitivity and humanness has continued uniformly high.Mr. Randall has again effectively trained a new Intelligence Analyst with no loss of efficiency or responsiveness to the ever-increasing field requirements.Mr. Randall has been under my supervision for 28 months as the San Francisco/ Los Angeles Desk officer and has continued successfully to meet the challenges of increased responsibility. It is now planned to appoint him as Branch Chief to be responsible for the Bases in Boston and Atlanta as well as Los Angeles and San Francisco. The increase in complexity of this new assignment for him will be heightened by the assignment of additional operational personnel in three of his four Bases, which will materially add to the demanding workload of his Branch. We are confident he will be able to meet the challenge of these added responsibilities## SECTION E CERTIFICATION AND COMMENTS BY EMPLOYEE1. I CERTIFY THAT I HAVE SEEN, SECTIONS A, B, C,AND D OF THIS REPORTDATE 6 June 1973 SIGNATURE OF EMPLOYEE2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE. GIVE EXPLANATIONUNDER MY SUPERVISIONDATE OFFICIAL TITLE OF SUPERVISOR TYPED OR PRINTED NAME AND SIGNATURE6 JUN 1973 Chief, FR Branch I Maurice A. Sovern3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALThere is little for me to add to the above comments. I fully concur with the remarks contained above and as stated, based on Mr. Randall's fine performance we have appointed him as Branch Chief who will be responsible for four FR Bases, We have every reason to believe that he will handle this new assignment with skill and look forward to our continuing close association.DATE OFFICIAL TITLE OF REVIEWING OFFICIAL TYPED OR PRINTED NAME AND SIGNATURE7 June 1973 Chief, FR Division Walter L. O'BrienCLASSIFICATION SECRET
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# SECRET# FITNESS REPORT## SECTION A1. NAMERandall, Frederick C.6. OFFICIAL POSITION TITLEOps Officer9. CHECK (X) TYPE OF APPOINTMENTXX CAREER11. DATE REPORT DUE IN O.P.30 November 1972## SECTION BU-Unsatisfactory.M-MarginalP-ProficientS-StrongO-OutstandingGENERAL2. DATE OF BIRTH 3. SEX10/28/26 M7. OPF/DIV/BR OF ASSIGNMENT. CURRENT STATIONDDP/FRD/Br. I Hqs.10. CHECK (X) TYPE OF REPORTXX ANNUAL12. REPORTING PERIOD (From -to-)1 January 1972 - 31 October 1972PERFORMANCE EVALUATIONPerformance is unacceptable. A rating in this category requires immediate and positive remedial action. The nature of the action could range from counseling, to further training, to placing on probation, to reassignment or to separation.Performance is deficient in same aspects. The reasons for assigning this rating should be stated in Section C and remedial actions taken or recommended should be described.Performance is satisfactory. Desired results are being produced in the manner expected.Performance is characterized by exceptional proficiency.Performance is so exceptional in relation to requirements of the work and in comparison to the performance of others doing similar work as to warrant special recognition.## SPECIFIC DUTIESList up to six of the most important specific duties performed during the rating period. Insert rating letter which best describes the manner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated on their ability to supervise (indicate number of employees supervised).SPECIFIC DUTY NO. 1Provides primary direction and support to the San Francisco and Los Angeles Bases on the running of clandestino operations in their geographic areas.SPECIFIC DUTY NO. 2Provides guidance and support to the San Francisco and Los Angeles Bases on the management of their Bases.SPECIFIC DUTY NO. 3Maintains continuing relations with all elements of the Clandestino Service necessary to support and direct the operational activities of the San Francisco and Los Angeles Bases,SPECIFIC DUTY NO. 4Supervises one Intelligence Analyst.SPECIFIC DUTY NO. 5OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and particular limitations or talents. Based on your knowledge of employee's overall performance during the rating period place the letter in the rating box corresponding to the statement which most accurately reflects his level of performance.![photo of form 45]
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# SECRETSECTION CNARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comment on foreign language competence, if required for current position. Amplify or explain ratings given in Section B to provide best basis for determining future personnel action. Manner of performance of managerial or supervisory duties and cost consciousness in the use of personnel space, equipment and funds, must be commented on, if applicable. If extra space is needed to complete Section C, attach a separate sheet of paper.Mr. Randall continues to exercise the responsibility of providing the day-to-day operational support for the FR Bases in Los Angeles and San Francisco. The comments that were made in the previous fitness report bear repetition. In any other Division the backstopping of two Bases, which are Stations in all but name, would involve at least an entire branch and all the supervisory responsibility that such support entails rather than a single officer with an Intelligence Analyst. Mr. Randall does all of this and has continued to do it well. During the year both Bases have increased substantially in size and in degree and complexity of the operational activities there. He has supported both Bases exceptionally well.In addition to carrying on the full-time responsibility for both Bases he has continued to demonstrate a willingness and a sensitivity to increase the effectiveness of his Intelligence Analyst, who has now gone on to a sensitive SB position with additional responsibility, by careful tutorial training and guidance. He has then been called upon to train a second Intelligence Analyst quickly and did so while maintaining a high degree of responsiveness to the continued demands of the two Bases.Mr. Randall continued to turn in a "Strong" performance and is held in high/Continued/SECTION DCERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTFrederick C. Randall13 December 1972BY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION2. 20Chief, FR Branch IMaurice A. Sovern13 DEC 19723. BY REVIEWING OFFICIALI fully concur in the overall "Strong" rating given to Mr. Randall. During this reporting period he has certainly performed in an extremely able manner. When Mr. Randall was first assigned to our Division Headquarters component, it was my distinct impression that he was very definitely lacking in energy. However, as time has progressed and he has become more experienced in our mode of opera- tions, I am pleased to note that he pursues his operational objectives with very commendable energy and vigor, Mr. Randall writes well and quickly. I think his operational judgment is good. I also believe that his strengths lie in the Headquarters or Staff end of the Clandestine Service rather than in direct agent recruiting and/Continued/Deputy Chief, FR DivisionWalter L. O'BrienSECRET
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SECRET/2/FITNESS REPORT: Frederick C. Randall (1 January 1972 - 31 October 1972)## NARRATIVE COMMENTS (Continued)regard by the Chiefs and officers of the Bases with whom he deals on a regular basis.To an individual of Mr. Randall's intellectual depth and basically sound operational approach to Division problems the challenge of even more responsibility is warranted. He is now programmed to assume the operational support responsibility for the New York Base sometime next summer.## REVIEWING OFFICIAL'S COMMENTS (Cont.)handling activities. I think he is ideally situated in his present assignment and we are most happy with his performance in our Division.SECRET
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# SECRETFITNESS REPORTSECTION A1. NAMERandall, Frederick4. OFFICIAL POSITION TITLEOps Officer9. CHECK (X) TYPE OF APPOINTMENTX CARKERGENERAL2. DATP OF BIRT10/28/267. OPP/DIV/OR OF ASSIONMENTDOD/I0G/Br. 110. CHECK (A) TYPE OF REPORTINITIALX ANNUAL11. DATE REPORT DUE IN O.P.31 January 1972SECTION BU-UnsatisfactoryM-MarginalP-ProficientS-StrongO-Outstanding3.95%M8. CUNREN?12. REPORTING PENIOU1 April 1971 - 31 December 1971PERFORMANCE EVALUATIONPerformance is unacceptable. A rahng in this category requires immediate and positive remedial action. The susture of the sction could range from counseling, to further training, to placing on probation, to reassignment or to separation. Ceacriss potion taken or proposed in Section C.Performance is deficient in some aspects. The reasons for assigning this rating should be stated in Section C and namedial actions taken or recommended should be described.Performance is satisfactory. Desured results are being produced in the manner expected.Performance is characterized by exceptional proficiency.Performance is so exceptional in relation to requirements of the work and in comparison to the performance of shivers stang simular work as to warrant special recognition.SPECIFIC DUTIESList up to six of the most important specific dutias performed during the rating period. Insort rating letter which Sen describes the manner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that de hil employees with supervisory responsibilities MUST bo rated on their ability to supervisa (Indicate Rumthor of sinployeesSPECIPIC DUTY NO.1Provides primary operational support for the Los Angeles and San Francisco Bases of the FR (formerly DO) Division.SPECIFIC DUTY NO. aConducts liaison with other area divisions and staffs as concerns the operational activity of the Los Angeles and San Francisco Bases,SPECIFIC DUTY NO. 3Prepares operational correspondence. Contributes to DDP quarterly and FI operational report including the preparation of operational memoranda for recruitments requiring DDP or ADDP approval,SPECIFIC DUTY NO. 4Supervises one intelligence assistant.SPECIFIC OUTY NO. SOVERALL PERFORMANCE IN CURRENT POSITIONYeke into a count everything about the smplopen which influences his affectiveness in his wrent pacities on formance of spocilie dutiat, prodali Jendulet, coeperativeness, pertinent personal Rails and pesticviar limitations et talente lased on your braniads of emptores's asa!! erformanse dung thزد ه plaze the letter in the rating ban correspها دا د atstasent which must accurately reflects his level of paالامن الداSECRET
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SECRET-2-## Section C - NARRATIVE COMMENTS continuedintellectually honest and has developed his organizational imagination to where he is able to identify the potential operational advantages and disadvantages on which he bases his recommendations for appropriate action.Mr. Randall is a humanist, careful and considerate in his dealings with others, firm when necessary, scrupulously fair, with a down-to-earth approach and a sensitiveness to the nuances of the interrelations of major headquarters components all of which contribute to his Strong performance.Mr. Randall unfailingly demonstrates a wide ranging intellectual awareness and curiosity, and is able to refine and use these in his approach to problem solving.Mr. Randall writes well and succintly. He continues to turn in a Strong performance and is held in high regard by the Base officers with whom he regularly deals.## Section D - REVIEWING OFFICIAL'S COMMENTS continuedrecruiting situation. On balance, I have been pleased with Mr. Randall's performance and feel that he is doing a good job.As a final statement, it is my opinion that Mr. Randall does not have the requisite GS-14 convertibility from his present desk assignment to that of an active field case officer charged with the recruitment of agents, This is not stated in denigration of Mr. Randall for there is clearly a need and a place for the type of talents he possesses. I think we have found that place in the job that he is now performing.SECRET
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# SECRETFITNESS REPORTEMPLOYEE SERIAL NUMBER012170## SECTION A**1. NAME**RANDALL, Frederick C.**6. OFFICIAL POSITION TITLE**Ops Officer**9. CHECK (X) TYPE OF APPOINTMENT**CAREER**11. DATE REPORT DUE IN O.P.**30 April 1970## SECTION B**U-Unsatisfactory****M-Marginal****P-Proficient****S-Strong****O-Outstanding**## GENERAL**2. DATE OF BIRTH**10/28/26**7. OFF/DIV/BR OF ASSIGNMENT**DDP/DO/I**10. CHECK (X) TYPE OF REPORT**ANNUAL**12. REPORTING PERIOD (From to-)**13 December 1969 - 31 March 1970## PERFORMANCE EVALUATIONPerformance is unacceptable. A rating in this category requires immediate and positive remedial action. The nature of the action could range from counseling, to further training, to placing on probation, to reassignment or to separation. Describe action taken or proposed in Section.C.Performance is deficient in some aspect. The reasons for assigning this rating should be stated in Section C and remedial actions tatea or recommended should be described.Performance is satisfactory. Desired results are being produced in the manner expected.Performance is characterized by exceptional proficiencyPerformance is so exceptional in relation to requrements of the work and in comparison to the performance of others doing similar work as to warrant special recognition.## SPECIFIC DUTIESList up to six of the most important specific duties porformed during the rating period. Insert rating letter which best describes the manner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated on their ability to supervise (Indicate number of employees supervised).Provides primary operational support for DO Division Bases in San Francisco and Los Angeles, including processing of special ADDP operational clearances for academic support assets,| RATING LETTER || ------------- || S             |Prepares operational correspondence: cables, dispatches, projects and special memoranda.| RATING LETTER || ------------- || P             |Effects liaison with other area divisions and staffs, as appropriate, in support of the two California bases as concerns operations involving these components of the DDP.| RATING LETTER || ------------- || S             |Supervises one Intelligence Assistant and partially supervises one clerk-typist,| RATING LETTER || ------------- || P             |Contributes to Monthly FI Operational Reports and Quarterly Reports for DDP on matters concerning the two Claifornia bases,| RATING LETTER || ------------- || P             || RATING LETTER || ------------- || S             |## OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his elfectiveness in his current position such as performance of specificos, productivity, conduct on job, cooperativeness, portinent personal traits de habits, and particular limitsthens or taless. Based on your knowledge at employes's overall porteromance during the roungpor place the letter in the ratung bee corresponding to the statementsch waterculataly collants his loval of p